| OBJECTIVE I: Developing a gender equality understanding in the University. | ||||
| Goal | Action(s) | Lead Unit & Collaborator Units | Timeframe |
Monitoring/Action Success Measure |
| To determine the current situation on gender equality awareness | · Adapting and developing a needs analysis in accordance with the needs · Implementation of a needs analysis · Reporting of the needs analysis results |
BAUEQUAL Rectorate | 2021-2022 |
Verified/applied analysis studies and report |
| To raise awareness on gender equality | · Organizing events (panels, etc.) and doing communication activities on relevant days | BAUEQUAL Rectorate | 2021-2024 | At least 6 events |
| OBJECTIVE II: Preparing and conducting supportive activities such as lectures, training programs, panels, workshops for students and employees in order to raise awareness on gender equality. | ||||
| Goal | Action(s) | Lead Unit & Collaborator Units | Timeframe |
Monitoring/Action Success Measure |
| To update education curriculum to include gender equality | · To implement obligatory and elective courses on gender studies and gender equity · To incorporate training modules into the existing courses regarding gender equity |
BAUEQUAL Commissions of Education All Faculties |
2021-2024 |
Course feedback Course recordings |
| To organize workshops, seminars and -online and face-to-face-trainings designed specifically for the students and employees to raise awareness in the field of gender equality. To integrate the gender equality perspective with the goals and objectives of faculties and departments. | · Training topics: a) For academic staff: Introduction to gender equality Integrating gender equality within course design b) For administrative staff and managers: How to create a working environment sensitive to gender equality? What are gender-based violence and forms of sexual violence? c) For students: A non-violent campus experience Non-violent campus experience and verbal discrimination What are gender-based violence and forms of sexual violence? |
BAUEQUAL The Dean of Students Office Center for Learning and Teaching BAU Focus | 2021-2024 |
Training/seminar/workshop feedback and outputs |
| To organize events gender equality, sexual violence, sexual harassment, gender based violence on special days | · Special days for the events: November 25: International Day for the Elimination of Violence Against Women, December 10: Human Rights Day, March 8: Women's Day, Last week of June every year: Pride Week · To organize platforms and events where the experiences of successful women (scientists and researchers) will be shared with the University students and staff |
BAUEQUAL COOP | 2021-2024 |
Student feedback BAUEQUAL report |
| To raise awareness of BAU academic staff, students and employees about their expectations and responsibilities from the University in the field of gender equality | · Preparing visual materials, flyers, posters to make BAU Equality and Inclusion Studies Commission visible · Preparing an animation film that explains different types of violence |
BAUEQUAL Faculty of Communication | 2022-2023 |
BAUEQUAL report Archiving material |
| To ensure that students and employees from different faculties and branches have a common language in the field of gender equality | · To prepare reports showing the competency and deficiencies of the University in the fields of gender equality and cultural diversity, to circulate these reports within the University, to demand changes for the problems that require solutions | BAUEQUAL Rectorate | 2022-2024 |
Archiving reports and evaluation of data |
| OBJECTIVE III: Determining the ways students and employees can apply and taking the necessary precautions in order to create a non-violent academic and working environment that is free from all kinds of coercive and discriminatory actions such as gender-based violence, sexual violence, psychological harassment and discrimination. | ||||
| Goal | Action(s) | Lead Unit & Collaborator Units | Timeframe |
Monitoring/Action Success Measure |
| To prepare documents for combating and preventing gender-based violence, discrimination, sexual violence and psychological violence | · Preparation and publication of policy papers and instructions on relevant issues | Rectorate Secretary General BAUEQUAL | 2021-2022 |
Published documents |
| To organize regular trainings to raise awareness of violence for students and staff at the University | · Training topics: Forms of sexual violence Discrimination and discrimination-based violence | BAUEQUAL Academic units Human Resources | 2021-2024 |
Training records and results |
| To raise academic awareness about violence | · Opening courses at associate, undergraduate and graduate levels in order to raise awareness about violence | BAUEQUAL Academic units | 2022-2024 |
Course records and results |
| To assess campus sexual violence climate | · Conducting a survey for students, academic and administrative staff | BAUEQUAL | 2022-2024 | Research report |
| To combat and prevent sexual violence | · Establishment of an authority that can be consulted about combating sexual violence · Establishment of a commission affiliated to the Rectorate, which will work effectively in the fight against sexual violence at the University and which will also work as the first unit in the university that individuals will contact to when such incidents occur (There should be members in the commission who can provide psychological and legal support) · Considering the applications on sexual violence seriously and processing the applicant's statement · Taking necessary measures to prevent secondary victimizations that may arise during the support process |
Secretary General BAUEQUAL Faculties Rectorate | 2020-2024 | Report |
| To ensure the effective use of protective and preventive measures, including existing legal remedies | · Preparing an informative booklet within the University indicating the steps that university member should follow when such incidents occur. Sharing this booklet on digital and physical platforms | Secretary General Faculties Rectorate | 2020-2024 |
Commission activity report |
| To collaborate with bar associations, professional organizations and non-governmental organizations carrying out studies on the subject | · Conducting research and organizing meetings with Istanbul Bar Association Women's Rights Commission. Carrying out studies on gender discrimination with KAGIDER and similar women's non-governmental organizations | BAUEQUAL Faculty of Law and other Faculties COOP | 2022-2024 |
Continuity of collaborations Trainings and workshops records and results |
| OBJECTIVE IV: Ensuring that gender-sensitive scientific research projects and academic publications aiming at "Gender Equality" are given priority and a sustainable data pool is created for in-house and institution-supported research. | ||||
| Goal | Action(s) | Lead Unit & Collaborator Units | Timeframe |
Monitoring/Action Success Measure |
| To promote research projects on gender equality, gender-based violence and discrimination | · Following the European Union (Horizon 2020) and other national and international funding sources covering these subjects · Announcing the opened calls to the relevant researchers · Supporting researchers in the application process |
TTO Faculties Vice Rector for Research |
2022-2024 |
At least 4 project applications |
| To promote scientific publications on gender equality, gender-based violence and discrimination | · Encouraging international book publications on these subjects. | Directorate of Strategic Development and Planning Faculties Vice Rector for Research |
2022-2024 |
At least 2 published books |
| To disseminate research findings on gender equality, gender-based violence and discrimination | · Hosting an international conference on these issues. | Faculties Vice Rector for Research Graduate School |
2022-2024 |
At least 1 conference |
| OBJECTIVE V: Developing positive action strategies to create an egalitarian and inclusive corporate culture within the University and encouraging structural changes to implement these strategies. | ||||
| Goal | Action(s) | Lead Unit & Collaborator Units | Timeframe |
Monitoring/Action Success Measure |
| To evaluate the university strategic plan in terms of equitable and inclusive corporate culture benchmarks. To encourage the units in the University to adopt a holistic, egalitarian, and inclusive corporate culture | · Preparing evaluation reports of all activities based on recruitment, training, and promotion carried out within the University | BAUEQUAL Rectorate Dean’s Offices | 2022-2023 |
Annual Evaluation Report and Key Performance Indicators (KPI) |
| To ensure that the recruitment, appointment, and promotion processes in the University and the formation of decision-making bodies (e.g. committees, councils, and delegations) are made in a more equitable and inclusive manner | · Creating the diversity profiles of the academic and administrative units in the University, identifying the units that need improvement, and reporting them to guide the recruitment processes · Reviewing all kinds of regulations regarding the appointment and promotion of academic and administrative personnel, and making due diligence on supporting an egalitarian and inclusive corporate culture · Preparing the recruitment notices for academic and administrative personnel by encouraging diverse applications · Providing gender equality, diversity, and inclusion training for the teams that carry out the recruitment process · Appointing a “Equality & Inclusion Studies Officer” who works directly with the senior management in the University · Assigning an equality and inclusivity representative to each faculty · Ensuring gender equality in managerial and decision-making positions · Ensuring that women constitute minimum 40% of boards, commissions and decision making processes where available. · Making supporting gender equality and encouraging processes in this regard as one of the performance criteria of employees in managerial and decision-making positions |
Rectorate Human Resources Secretary General Dean’s Offices BAUEQUAL | 2022-2023 |
Policy Papers Regulations Evaluation Report |
| To conduct a transparent communication process for managerial position assignments, creation of working groups, and other additional tasks in the University | · Making internal calls for open management positions in an equal environment at the University · Conducting any working group and additional assignment processes that academic and administrative staff may be involved in based on equality and on a voluntary basis · Deciding on appointment and promotion processes at the end of a transparent and equitable process |
Rectorate Secretary General Dean’s Offices Human Resources | 2022-2023 |
Evaluation Report |
| To develope practices to improve the working conditions of female academics in the University | · Encouraging quantitative and qualitative research on identifying problems · Making institutional support mechanisms more effective in ensuring equal opportunities for female academics and administrative personnel |
Rectorate TTO |
2022-2023 |
Reports of the results of workshops, academic research, or administrative problem determination processes |
| To implement an egalitarian and diversity-driven approach in the development and design of all the courses and/or trainings (except for the gender equality course and trainings) by the University. | · Organizing workshops that will reinforce adoption of an egalitarian and inclusive approach while designing the course contents - topics, discussions, assignments and materials - regarding all the departmental programs and their respective courses · Implementing an equality and inclusivity based situational analysis regarding the Commissions of Education’s evaluative criteria for the course openings and the content design / approval processes |
Rectorate Commissions of Education Dean’s Offices and Departments | 2022-2023 |
Syllabi Evaluation Reports by the Commissions of Education |
| To redesign educational processes within the University in line with the needs of diverse student groups | · Establishing a work group that will be responsible from the development of accessible and flexible teaching approaches, evaluation methods and learning environments · Providing academic staff with pedagogical formation trainings that will enable them to work with student groups from diverse social backgrounds · Developing an “equality and diversity check list” as an evaluative benchmark for all the course syllabi and preparing evaluation reports on a semester basis · Broadcasting “BAU Equality and Inclusion Fact Sheet” via information screens in the University on a monthly basis |
Rectorate Dean’s Offices Education Commission The Dean of Students Office Human Resources BAUEQUAL | 2022-2023 |
Scheduling of the trainings and process reports. |
| OBJECTIVE VI: Monitoring of studies on gender equality within the University. | ||||
| Goal | Action(s) | Lead Unit & Collaborator Units | Timeframe |
Monitoring/Action Success Measure |
| To establish of gender equality norms, standards and criteria | · Assessment of related international/regional conventions and multilateral documents, policy documents and national legislation and presentation of best practices | BAUEQUAL | 2020-2022 |
Evaluation report |
| Evaluation of the University strategic plan in terms of gender equality | · Establishing a commission to examine the University strategic plan in terms of identified gender equality norms, standards and criteria | Rectorate Secretary General All Faculties BAUEQUAL | 2020-2022 |
Evaluation report |
| Assessment of gender equality at the University | · Collecting quantitative and qualitative data, including numerical gender parity, from existing sources or by field research in the fields of study, education and research on gender equality | BAUEQUAL Rectorate The Dean of Students Office Human Resources | 2020-2022 |
Evaluation report |
| Monitoring of the gender equality actions | · Collecting information from relevant bodies about the objectives, aims, duration, frequency, number of users and/or beneficiaries and consequences of the gender equality actions | Rectorate The Dean of Students Office Human Resources BAUEQUAL | 2020-2024 |
Annual evaluation report |
| To inform the University and the public on a regular basis about the evaluation reports of monitoring activities | · Dissemination of information by publishing reports, making announcement, briefings and meetings | Rectorate BAUEQUAL | 2022-2024 |
Publication and dissemination of annual evaluation report |
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